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reported as bene ts Perhaps they are central rather than fringe Nevertheless, they should be assessed in seeking employment because their availability or absence fosters or detracts from effective functioning

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AAUP and the National Center for Education Statistics collect information and report on the welfare of professors Their data include salary, fringe bene ts, and tenure Tenure is a bene t, although often not reported as such, and it is an elusive bene t for some About 64 percent of full-time faculty had tenure in 1998 99, but a large gender difference existed: 71 percent of men had tenure, compared with 52 percent of women Obviously, women need to be more inquiring about tenure practices than men, preferably before employment AAUP reports monetary rewards in two categories: salary and compensation Compensation is higher than salary because it includes fringe bene ts Fringe bene ts include several kinds of insurance, contributions to retirement plans, partial payment of Social Security, and more All these fringe bene ts are speci ed at the time of employment Tenured and tenure-track employees may be eligible for fringe bene ts not offered to non-tenure-track employees In most instances both the institution and the employee make contributions to a retirement plan; to medical, dental, life, disability, and unemployment insurance; and to Social Security Worker s compensation is another fringe bene t, the cost of which may be paid fully by the institution or shared by the institution and the employee Further, many private institutions pay the college tuition of faculty members children at either the home institution or selected other colleges and universities Other bene ts, some of them in kind (other than money), are provided by some institutions, including moving expenses, housing, and expenses to professional meetings and conferences Such bene ts may not be offered to all employees They may accrue only to sought-after faculty, to faculty in higher ranks, or to faculty who have negotiated such bene ts Frequently there are choices among retirement plans State college and university professors often are eligible for either a state retirement system or the Teachers Insurance and Annuity Association College Retirement Equities Fund (TIAA CREF) Private college and university professors may have a choice between their institution s retirement plan or TIAA CREF When there is a choice, the alternatives should be examined carefully One plan may vest sooner or provide better payoff than the other Vesting means that both the employer s and the employee s contributions lock in after a speci ed number of years; the total contribution becomes the property of the professor, either at retirement or on transferring to another institution